| The software industry plays a very important role in the development of today’s society.Software development is one of the most important factors for both countries and companies.For software companies,having an excellent talent team plays a key role in enhancing the company’s technical strength and standing out in the fierce competition.In addition,in the internal management process of many companies in recent years,they began to focus on knowledge capital,and the intermediary of knowledge capital is R&D personnel.This part of the workforce has an important impact on the development prospects of the company and is the key talent for creating wealth for the company.Therefore,if the company wants to retain more research and development personnel,it needs to establish a scientific performance appraisal system based on the work characteristics and development status of knowledge research and development personnel,so as to combine individual efforts with remuneration,ensure relative fairness and improve work ability and growth.Following the idea of exploring and asking questions,investigating and analyzing problems and solving them,this paper uses relevant research tools such as management by objectives,key performance indicators and objective and key results method,and adopts literature review method,questionnaire survey method and interview method to optimize the performance appraisal scheme of R&D personnel of KR Software Company from the following parts: That is,introduction,basic theory overview,current situation,specific problems and cause analysis,optimization and improvement of the current program,safeguard measures for specific implementation,etc.The research conclusions are as follows:This paper takes KR Software Company’s performance appraisal scheme optimization as an example,and draws the following conclusions: The application of performance appraisal scheme covers the formulation,implementation,assessment and feedback of performance objectives and indicators,and also needs the corresponding mechanism of R&D personnel.By means of interview and questionnaire,the problems in the performance appraisal of R&D personnel are analyzed.As a technology-based small and medium-sized company,it pays too much attention to the foresight of research projects and neglects technology precipitation.In the overall performance evaluation process,the lack of corresponding communication and guidance.Lack of in-depth reflection of the results of R&D personnel,lack of exploration of the characteristics of evaluation and performance appraisal management in the next stage,insufficient setting of complaint mechanism,no reasonable feedback mechanism.Based on the analysis and combination of the company’s current situation and reality,personal performance commitment(PBC)is selected as the main performance appraisal system tool,targets are decomposed according to the company’s strategy and business planning,and an indicator system is scientifically formulated according to the actual work characteristics and development situation of R&D personnel,so as to coordinate and guide the whole process,improve the feedback effect,and expand the practical application scope of the research results.And put forward the perfect optimization method to carry on the fair and reasonable assessment.In order to ensure the successful implementation of the performance appraisal improvement project,the company pays attention to the methods of result guidance and behavior guidance,fully and effectively checks and evaluates the effectiveness of the project,and puts forward safeguard measures at the management and system level.The research on the optimization of the performance appraisal scheme of the R&D personnel of KR Software Company can not only help to improve the management of the company’s performance appraisal technology,but also provide reference experience for the performance appraisal system of other relevant information software companies.At the same time,it can also provide some reference and supplement for related companies to carry out similar research. |
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